2.1.3 Recruiter Effectiveness

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Del curso dictado por University of Minnesota

Recruiting, Hiring, and Onboarding Employees

809 calificaciones

University of Minnesota

Recruiting, Hiring, and Onboarding Employees

809 calificaciones

Curso 2 de 5 en SpecializationHuman Resource Management: HR for People Managers

Finding and hiring the right people is often cited as the number one concern of businesses today. It seems we are all competing for the best and brightest workers. As you will see in our time together in the second course, a critical component of the People Manager Value Proposition is to hire talented people who enable the organization to achieve its strategic goals. This course is an introduction into the topic of recruitment, selection and onboarding. At the outset of the course we will explore the importance of linking recruitment goals with overall company strategy. We then look at a number of options to recruit and select employees both effectively and legally. Throughout the course we will examine current issues in talent acquisition, such as how companies are now leveraging social media and hiring analytics to ensure better quality hires. At the conclusion of the course, we look at how to onboard employees to promote employee commitment and engagement.

De la lección

Recruitment: Finding the Best Candidates

In this module, we take a look at the macro-level strategic considerations in recruiting. We also will examine what makes an effective recruiter, along with where to find prospective employees. Current issues in recruiting are discussed, such as using social media and mobile technology. We then take time to focus on important legal and ethical issues in recruiting, and we wrap up this module with a look at recruitment from a global perspective.

2.1.1 HR Responsibilities in Recruitment4:56

2.1.2 Leveraging the Employer Brand6:04

2.1.3 Recruiter Effectiveness5:07

Conoce a los instructores

Amy Simon
Senior Lecturer
Department of Work and Organizations
Stacy Doepner-Hove
Director, Masters in Human Resources and Industrial Relations program
Carlson School of Management, Department of Work and Organizations

[MUSIC]

Okay, consider this and I hope this doesn't ever happen to you.

But you're getting ready for an upcoming job interview, you practice

your questions, you have your outfit planned, and everything's ready to go.

You show up early to the interview, and then you wait and you wait.

And the recruiter comes out about 15 to 20 minutes late, mispronounces your name.

And then during the interview, proceeds to ask you some questions that are not

related to the job, and you're a bit confused.

But despite all that, you do the best you can, and

you send a followup email thanking the recruiter for his time.

And then you wait and you wait.

And you don't hear whether you got the job or that you didn't get the job,

you just hear nothing.

Well, unfortunately this does tend to happen to some candidates and

it really tends to reflect on the organization as a whole.

And that's the focus of this video, how can recruiters be more effective because,

the opinion of the recruiter in the recruitment process matters for

the applicant.

What their impression is of the overall organization.

So I don't want to over emphasize recruiter impact because at the end of

the day, the applicant really does care about the job and perhaps,

the organization more than the recruiter.

But nonetheless, it does make a bit of a difference.

So, let's take a look.

So does the impression that the applicant has of the recruiter,

does it make a difference?

Well, research does show that it may.

Certain characteristics could have an influence

on the attitude of the applicant.

But it also says that it's the early opinion, meaning it will lead the person,

the applicant to perhaps want to seek out more information, and

maybe discontinue the process if they actually really don't like that recruiter.

So, these early opinions may have not as strong of an effect on whether or

not to accept the final job offer.

But it could be critical because if you really had a bad experience

with a recruiter, you may discontinue your quest to work at that company at all.

Yet, another reason that you want to have in diverse workforce, and

that is that recruiters who maybe have their race or

gender in common with the applicant can have some influence.

But it's not necessarily a strong influence, research says.

It's really more of the quality of the communication between the candidate and

the recruiter, and

perhaps other parts of the organization like the overall diversity climate.

And perhaps, the overall culture would make more of a difference All right, so

then what are some of the characteristics then of effective recruiters?

What have we found to be more successful in terms of their personality traits?

And that is, they need to be seen as, first of all trustworthy, but

also personable and friendly, very affable, and they're

typically then regarded more favorably by job applicants, by candidates.

It's important that we think about them in our own organizations,

who do we have as recruiters?

Are they really people-people,

are they people who are seen as personable and friendly?

So that's critical and it of course, we want them to not just be friendly but

they need to be trained in how to conduct effective interviews and

using effective listening skills, and all of these different things as well.

So training is not just important for recruiters,

I'm going to include anyone in this bucket that has any hiring responsibility.

Training is critical, so we need to think about the ethical responsibilities

of recruiters and we cover that in another lesson.

We need to think about how to actually conduct the interviews, so

pretty much all of the things that we're talking about related

to actually how to conduct interviews and to avoid biases.

And these kinds of things need to be communicated

to anyone in a hiring capacity within the organization.

So what kind of training topics should be covered for

people who are interviewing and recruiting people?

Well, we need to make sure that these individuals have diversity and

sensitivity skill training.

Ethical recruiting behaviors as I've talked about before,

knowledge of the laws that are pertinent in your particular area of the world.

Great communication skills, right?

We talked about interpersonal skills, but again, a critical skill is listening,

getting back to people on time, and being professional.

Thinking about how it's not just a one person show, that recruiters could

really benefit from using more of a team based interviewing technique.

And then, also just being sure to prepare in advance and

have the resume read, and this goes back to professionalism as well.

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